Marketing & Communication Manager

NEP Group

Role purpose

Build and lead a Greenfields marketing and communications function that grows brand presence, supports commercial outcomes, and proves impact through rigorous data and reporting. This role also owns internal communications to support strategy, employee engagement, and change ensuring one consistent narrative across external marketing, employer brand, and key employee communications.

Primary responsibilities: Marketing (core scope)

1) Marketing & External Communications strategy, positioning & integrated planning

• Define and execute the annual/quarterly marketing strategy and plan aligned to regional and global business goals (awareness, reputation, demand support, partnerships, talent brand).
• Own positioning, messaging, and value propositions across channels and audiences.
• Build integrated campaign plans: segmentation, channel mix, content themes, conversion paths, and measurement plans.

2) Digital marketing ownership (web + SEO + social)

• Own the digital ecosystem, collaborating with the Global Marketing & Communications team on: website roadmap, content structure, UX basics, conversion optimization, and governance.
• Lead SEO strategy (technical + content SEO), keyword strategy, and performance improvements.
• Working with the Global Comms team, run regional social media and develop digital content strategies that build brand equity and drive measurable engagement Where applicable, plan/coordinate paid or boosted campaigns and track ROI.

3) Content engine & thought leadership

• Build a scalable content machine: editorial calendar, briefs, approvals, repurposing, and distribution.
• Lead creation of high-impact assets aligned with global messaging and processes: case studies, press releases, awards submissions, thought leadership, video/photography, and executive narratives.
• Establish consistent brand standards and storytelling that differentiates the offering and strengthens reputation.

4) Sales enablement & go-to-market support

• Produce and maintain high-quality sales enablement materials: pitch decks, capability decks, one-pagers, case study packs, and presentation templates.
• Partner with commercial stakeholders to align messaging to customer needs and win themes.
• Create modular, easy-to-use assets and continuously improve them based on feedback and usage.

5) Employer brand, partnerships & community (marketing-led, HR-aligned)

• Define and activate the Employer Value Proposition (EVP) in partnership with Talent/HR.
• Build employer brand campaigns and content across careers channels and social.
• Design and deliver university outreach and community engagement initiatives that strengthen talent pipelines and brand reputation.
• Identify and manage strategic partnerships/co-marketing opportunities (where relevant).

6) Marketing operations, governance & resource management

• Own marketing ops: budgeting/forecasting, vendor/agency management, briefing, production workflows, and quality control.
• Implement and manage a digital asset management (DAM) approach (system or structured library), templates, and brand guidelines.
• Build an intake and prioritisation model to protect focus and ensure high-value delivery.

7) Data, analytics & performance reporting (non-negotiable)

• Build and run the marketing measurement framework end-to-end:
• Digital: traffic, SEO rankings, conversion rates, content performance
• Brand: reach, engagement quality, share-of-voice proxies (where available)
• Campaigns: inquiries/leads (if applicable), event/webinar performance, CPL/ROI (if paid)
• Enablement: asset adoption and stakeholder feedback (what s used/what wins)
• Establish analytics hygiene: UTMs, channel tagging, content taxonomy, baseline benchmarks, and test-and-learn cycles.
• Produce a monthly insights pack for the CPO and key stakeholders: what worked, what didn t, why, and what changes next.
• Use experimentation (A/B testing, timing/channel tests, format tests, segmentation tests) to continuously optimize performance.

8) Leadership & employee communications for key moments

• Maintain a clear internal cadence for priority updates (Teams/intranet/newsletter as appropriate).
• Support leadership communications for major moments (key updates, scripts, FAQs, manager toolkits).
• Collaborate with head of Global Communications on content and message development for key comms.

9) Change communications

• Partner with HR/leadership on comms for initiatives that materially impact employees (policy/process change, major rollouts).
• Create feedback loops (Q&A capture, listening) and close the loop with clear follow-up.

What success looks like

• Clear, consistent positioning and brand narrative across marketing, employer brand, and key internal comms.
• Measurable improvements in digital visibility and effectiveness (SEO, web conversion, content performance).
• A repeatable campaign and content engine that supports reputation and commercial outcomes.
• Reliable, insight-led reporting cadence that drives better decisions.
• Employees are aligned on key priorities and changes through timely, high-quality internal updates.